Tracking Employees Performance on Regular Basis

hi all ,

Is there any mechanism available for employees & managers to keep a track of their (employees)performance on a regular basis.

Employees usually complain - that their is no proper practice of Appraisals As managers don't consider their overall performance & achievements throughout the year & people who work hard only before 2-3 months of appraisal get the benefit.

Also if The immediate manager resigns ,How will the new manager know employees overall performance.

Also I would like to know how can one appraise employees, who work for department where work is not target based(mainly the backoffice functions)


REgards
Ashit

Hi Ashit,

Addressing the group for the first time.

I guess having a PMS with KRAs will make more sense with quarterly reviews wherein the manager and the subordinate both know the performance criteria well in advance with quality, quantity, cost and timeliness as the measurements.

Any other views are welcomed.



Regards,


Anuradha Zingade

Hi Ashit,

Of course there are mechanisms available to track Employee Performance. Many organizations still have annual appraisals with no mid term reviews. Employees get dissatisfied because there is no mechanism to capture their achievements through the year.

Further to what Anuradha has said, these Goals/KRAs should be measurable and tracked on a desired frequency, a record of the same is to be maintained for Appraisals, Rewards, Training Need Identification, Succession Planning and career growth. Employees can also be appraised on competencies/skills defined as per JDs and gap analysis could be done to identify training needs.

Such a tracking system would not be possible in a manual process especially in large organizations spread across multiple locations. You need technology solutions for effective deployment of PMS. Softwares helps in better communication, brings in transparency and accountability, and streamlines HR processes.

EmpXtrack is a Web Based Performance Management System developed by Saigun Technologies which is used for Tracking, Planning and Managing Employee Performance.

Visit Saigun Technologies to know more about the software or Request for more information by Clicking Here.

Regards,
Shakir

TRACKING EMPLOYEE PERFORMANCE ON REGULAR BASIS.

MOST managers are too busy these days to keep track
of all employees' performance.

HRM should provide the system / software and facilitate the
tracking system.

www.absalom.com.au

www.rtixsoftware.com

www.managerassistant.com



The performance reviews and performance management
systems are development process for developing employees.

They are not one shot exercises for namesake.


HENCE IT IS NECESSARY TO PROVIDE THE TOOLS
AND ALSO ONE TO ONE COACHING OF THE MANAGERS
TO IMPLEMENT / TRACK/ MONITOR AND TAKING ACTION
ON DEVIATIONS.


REGARDS

LEO LINGHAM

Hi

Kindly go through the text and let me know if it's of some use.

A simple way to recognize your employee's efforts and keep them motivated is to create a success file. The success file is simply a file labeled with the employee's name and titled "Success File." In this file can go appreciation comments and letters from customers, positive comments from coworkers, and any achievements the employee accomplishes over the year. When it comes time to complete your annual performance appraisal, pull out the employee's success file and you have a record of all their accomplishments.

As a manager it is to your advantage to develop a success file because you will be seen as a "positive" manager versus a "negative" manager. A negative manager motivates employees by appealing to their fear, and a positive manager motivates employees by tapping into their potential. Positive managers are better liked by their employees and are better employee motivators.

For the Employee:

If your manager does not want to develop a success file for you, you can develop one for yourself. Label it, "My Success File." Simply record your accomplishments and achievements that occurred between your performance reviews. Just before you performance review is scheduled, hand your success file to your manager. Say to them, "Here are some of my accomplishments since my last review."


Cheers,

Nithya

Hi

Kindly go through the text and let me know if it's of some use.

A simple way to recognize your employee's efforts and keep them motivated is to create a success file. The success file is simply a file labeled with the employee's name and titled "Success File." In this file can go appreciation comments and letters from customers, positive comments from coworkers, and any achievements the employee accomplishes over the year. When it comes time to complete your annual performance appraisal, pull out the employee's success file and you have a record of all their accomplishments.

As a manager it is to your advantage to develop a success file because you will be seen as a "positive" manager versus a "negative" manager. A negative manager motivates employees by appealing to their fear, and a positive manager motivates employees by tapping into their potential. Positive managers are better liked by their employees and are better employee motivators.

For the Employee:

If your manager does not want to develop a success file for you, you can develop one for yourself. Label it, "My Success File." Simply record your accomplishments and achievements that occurred between your performance reviews. Just before you performance review is scheduled, hand your success file to your manager. Say to them, "Here are some of my accomplishments since my last review."


Cheers,

Nithya

Hi

Kindly go through the text and let me know if it's of some use.

A simple way to recognize your employee's efforts and keep them motivated is to create a success file. The success file is simply a file labeled with the employee's name and titled "Success File." In this file can go appreciation comments and letters from customers, positive comments from coworkers, and any achievements the employee accomplishes over the year. When it comes time to complete your annual performance appraisal, pull out the employee's success file and you have a record of all their accomplishments.

As a manager it is to your advantage to develop a success file because you will be seen as a "positive" manager versus a "negative" manager. A negative manager motivates employees by appealing to their fear, and a positive manager motivates employees by tapping into their potential. Positive managers are better liked by their employees and are better employee motivators.

For the Employee:

If your manager does not want to develop a success file for you, you can develop one for yourself. Label it, "My Success File." Simply record your accomplishments and achievements that occurred between your performance reviews. Just before you performance review is scheduled, hand your success file to your manager. Say to them, "Here are some of my accomplishments since my last review."


Cheers,

Nithya

Hii Nithyaa

The Success file is another version of "critical incident planner" - where the manager keeps track of critical incidents and employee behaviour as well as performance during that phase. This is being followed in many organizations - but how religiously is always a questionable thing

As LEO poined out, the exercise is not a mere show off and hence need to be given enough importance and tools to make it more effective

The project trackers - which is used in IT companies and consulting organizations will be of great use. This provides inputs in terms of the activities and timelines to assess the status of completion

Feedback review mechanism should be based on some factual data enabling the employee to correct the deviations, if any

Chees
Rajesh B
9845841000

Hii Nithyaa

The Success file is another version of "critical incident planner" - where the manager keeps track of critical incidents and employee behaviour as well as performance during that phase. This is being followed in many organizations - but how religiously is always a questionable thing

As LEO poined out, the exercise is not a mere show off and hence need to be given enough importance and tools to make it more effective

The project trackers - which is used in IT companies and consulting organizations will be of great use. This provides inputs in terms of the activities and timelines to assess the status of completion

Feedback review mechanism should be based on some factual data enabling the employee to correct the deviations, if any

Chees
Rajesh B
9845841000

Hii Nithyaa

The Success file is another version of "critical incident planner" - where the manager keeps track of critical incidents and employee behaviour as well as performance during that phase. This is being followed in many organizations - but how religiously is always a questionable thing

As LEO poined out, the exercise is not a mere show off and hence need to be given enough importance and tools to make it more effective

The project trackers - which is used in IT companies and consulting organizations will be of great use. This provides inputs in terms of the activities and timelines to assess the status of completion

Feedback review mechanism should be based on some factual data enabling the employee to correct the deviations, if any

Chees
Rajesh B
9845841000